Remote and hybrid work offer more than just a shift in where work is done. At Grow Remote, we see it as a lever for real social, economic, and environmental change for people, profit and the planet.
But let’s be real: it’s not always easy.
That’s why we’ve spent the past year gathering insights from over 50 Irish employers, especially SMEs, and researching the latest national and global data and insights. What we’ve found is encouraging, but it’s also clear that making remote work takes intentionality, resources, and support.
Here are the 10 most common challenges employers face, and why understanding them can help you move forward and transition in the future of work .
The Top 10 Remote Work Challenges (and How They Show Up)
1. Communication & Collaboration Breakdowns
In remote or hybrid settings, conversations are no longer just a walk across the office or a quick catch up before a meeting. Without the casual chats or quick clarifications, things can get missed. Misunderstandings can grow, responses can be delayed, and people need to get comfortable speaking up in online meetings (and they need to be led the right way).
For SMEs, where collaboration across roles is essential, this can create bottlenecks and slow down delivery. Teams may as a result end up not sharing or hearing business critical information or share it in the wrong way or place and that’s not good for business.
A team communication charter is a great first step in defining a framework to make sure that business communication and collaboration is given every opportunity to run smoothly.
➡ One SME leader told us: “In the office, everyone just knew what was happening. Now, we realise we need to actually write it down or say it out loud. That’s taken some getting used to.”
2. Monitoring Productivity and Performance
Without seeing staff in person, some leaders default to asking are people really working if I cant see them working? But presenteeism isn’t productivity. Remote work challenges us to shift from monitoring time to measuring outcomes.
This transition is often hardest for SMEs without formal performance systems. Managers need to trust their teams while still maintaining accountability with new workflows and systems in place to manage productivity and performance.
➡ One business owner shared: “We didn’t have OKR’s (Objectives and Key Results) defined at an operational level before remote. We had a strategy and department goals of course but it just wasn’t broken down far enough. Now we’re building them from scratch. It’s hard, but necessary.”
3. Technology & Cybersecurity
Remote work relies on tech, but many SMEs are still catching up. From device security and governance to choosing the right communication tools, the learning curve is steep. And with dispersed teams, cybersecurity risks increase significantly.
➡ A hybrid SME in the west of Ireland told us how a phishing attack caused days of disruption: “We realised quickly that email filters weren’t enough. We needed training and stronger systems.”
Many remote-first organisations work with external IT advisors. This is often worth the investment, especially as your team grows.
4. Culture and Connection Gaps
Culture used to be shaped by what happened in shared spaces: chats in person, Friday lunches, the way people welcomed new joiners. In remote settings, these social cues vanish unless replaced intentionally.
Without regular touchpoints, employees, especially newer or quieter ones, may feel disconnected. Over time, this can erode engagement, creativity, and trust.
➡ One HR lead said: “We realised we needed to ‘design’ culture. That meant creating new rituals, like virtual coffee chats, access to co-working hubs, team retreats, all hand meetings that weren’t all business. There is so much other external stuff that our team has to deal with on top of a complete culture redesign! ”
5. Burnout and Blurred Boundaries
Many remote workers start earlier and finish later than before, often skipping breaks or feeling they must be “always on.” For SMEs, this can be especially risky when small teams are wearing multiple hats.
Burnout leads to disengagement, higher sick leave, and eventually, turnover. Yet without seeing the signs in person, managers may not realise something’s wrong until it’s too late.
➡ An employee told us: “I love the flexibility, but it’s hard to get used to it. We have a box of core hours that help structure things but I can find myself sometimes working later than I should some days. There is no one else around me getting up to signal that the day is done so its on me“
Leaders need to actively promote balance by role modelling breaks, encouraging time off, and respecting boundaries.
6. Leadership Skills Gap
Managing remote teams isn’t the same as managing in person. It requires new skills, consistency, and a high level of emotional intelligence. Yet many managers haven’t received any formal training to adapt their approach.
In SMEs, managers are often also team leads, operations heads, or HR all rolled into one. They need practical, relevant support, not just theory.
➡ Only 3 in 10 hybrid managers globally have received any training in how to lead distributed teams.
This is why leadership development is central to Grow Remote’s training programmes. Honing a few key skills can make a huge difference to the success of your team and operations.
7. Inclusion and Fairness
It’s easy for people who work more often from the office to get noticed. They may get more praise, more feedback, or be first in line for promotions. This proximity bias is often unintentional, but it creates inequality.
For remote and hybrid teams to work, companies must ensure policies and practices are fair regardless of where someone works.
➡ An SME founder told us: “We started asking: are we giving the same recognition to remote staff? Are opportunities shared evenly?”
Inclusion needs to be actively designed, not assumed.
8. Onboarding New Hires
Starting a new job is tough at the best of times. Doing it remotely, without seeing your manager, meeting your teammates, or knowing who to ask, can feel overwhelming.
SMEs often hire reactively, with little time to formalise onboarding. But remote hires need structure to succeed: clear expectations, dedicated support, and help building social connections.
➡ One business redesigned its onboarding playbook after losing two new hires in their first month. “They didn’t feel like they belonged,” the manager said. “That’s on us so and it was a costly mistake that we wont make again”
9. Legal & Compliance Complexity
Remote work opens new questions around tax, insurance, health and safety, and employment law. For SMEs, especially those hiring across county or country lines, this can be a minefield.
➡ An HR lead shared: “We thought remote would simplify things. But we quickly realised we needed legal advice when someone moved to Spain.”
The good news is that solutions exist such as Employer of Record service providers and new policy to guide employers.
10. Wellbeing and Isolation
Working remotely can be lonely, especially for people living alone or new to a company. Without regular social contact, employees can feel disconnected and unsupported.
This isn’t just a personal issue. It’s a business one. Isolation affects motivation, creativity, and retention.
➡ That’s why Grow Remote hosted 300+ in-person events in 2024. One attendee said: “I hadn’t laughed with a colleague online in months. I didn’t realise how much I needed it and this even if it wasnt with a direct teammate it still felt like one because they were a remote worker.”
For remote teams to thrive, social connection must be prioritised. Check out our local events and volunteer opportunities here.
But Here’s the Good News: You Can Get it Right
Yes, these challenges are real. But so are the rewards.
When remote work is done well, data from Irish and global research and employers report:
- Stronger productivity: 90% of Irish workers say they’re just as or more productive from home.
- Revenue growth: The Q3 2025 Flex Index defines that revenue growth was higher at fully flexible companies 👇
Let’s Build the Future of Work in Ireland Together
The latest CSO data confirms that remote work & hybrid work in Ireland is here to stay. It’s part of the future. But it only works when it’s intentionally designed.
At Grow Remote, we help employers do just that. From fully funded leadership training and consultancy to a national community program for remote and hybrid employees, we’re here to help you solve these challenges and thrive.
👉 Check out our employer programmes and see how we can help your business solve the challenges of remote. Learn more here
